The NEU is aware that many schools – particularly, though not exclusively, primary schools – claim that movement onto or within the upper pay range (UPR) is dependent on a teacher undertaking additional responsibilities.
A key issue for many teachers is that their school has adopted a pay policy stating that progression on the upper pay range (UPR) should only be considered every two years.
The NEU is deeply concerned that support staff members are regularly working beyond their contracted hours and taking on additional duties outside their job role without pay.
If you work in a multi-academy trust (MAT), understanding how your employer organises its finances and how much it takes from each of its academies to fund ‘central services’ is important.
The NEU is committed to re-establishing national collective bargaining over teacher pay and securing a national pay structure which applies statutorily to all schools and academies.
Guidance on how teachers’ pay is structured in England and Wales, including allowances and additional ranges or scales.
A quick guide for members on health and safety in the education workplace
The structure of NEU districts, district contact details and how to get involved with your union, locally.
There are many areas of teaching and activities in your school which can counter racist narratives, prejudice against refugees and intolerance.
Artificial intelligence (AI) in education is a complex and controversial issue. For each potential use, there are also substantial risks and limitations.
This sets out the procedure for external bodies to raise concerns about the conduct of an NEU representative, whether they are an elected officer of the Union or a member of staff.
The Union recognises that there may be times when members wish to express concerns about union activities and services, including conduct of advice and representation. This procedure sets out the process for raising concerns.
